Human Resource Planning (HRP) in Nepalese Organization | Human Resource Management

Human Resource Planning (HRP) in Nepalese Organization!

Human resource planning is the process of pre-determining future requirement of human resources in the organization. It is the important part for the effective management of human resource in Nepal. Public service commission has been established as an independent organization to manage human resource in Nepalese government and public enterprises. The condition of human resource planning in Nepalese organization can be mentioned as under:
1. Lack of effective human resource system
2. Lack of assessment
3. Lack of demand forecasting
4. Lack of supply forecasting
5. Mismatch between demand and supply forecasting

 1. Lack of effective human resource system

Human resource planning is based on such system where it is matched with corporate or strategic plan to determine the requirement of human resources in the organization. In Nepalese organization there is no system for matching the human resource plan with corporate plan. Human resource are managed randomly according to the recommendation of leaders and powerful person.

 2. Lack of assessment 

The assessment of the current need of human resources is the most important part of human resource planning process which is lacking in Nepalese organization. There is no system for managing human resource inventory, human resource information system in Nepalese organization. Further most of the Nepalese organization do not prepare job analysis to manage human resource in the organization.

 3. Lack of demand forecasting 

Demand forecasting is concern with the distribution of future need in terms of number and qualities. It requires different tools to forecast future requirement. In Nepalese organization there is no any effective system for predicting future requirement of human resources. They fulfill their requirement based on the recommendation of lead persons as well as they are nears and theirs persons.

 4. Lack of supply forecasting

Supply forecasting is concerned with the production of sources of supply of human resources required to the organization. It can be internal and external. In Nepal, except government organization all private and joint venture organization do not have specific plan to predict source of supply. It is determined by the recommendation by powerful person. There is no systematic process of developing succession plan in Nepalese organization.

 5. Mismatch between demand and supply forecasting

Matching between demand and supply forecasting is the most important topic of human resource planning process. In Nepal there is no systematic process applied to match demand and supply of human resources. Nepalese organization neither determine surplus nor shortage of human resources. There is no any system for developing action plan to mange shortage and surplus of human resources.

Despite the public service commission is assumed of fair and autonomous unit of government to plan and manage government organization, most of organizations are characterized by over staffing. All private manufacturing and service organization recruit employees based on personal recommendation of powerful person. They resort to near and theirs to fill up their vacancies, nepotism and favoritism are deeply rotate. Due to the over staffing more than three dozen of public enterprises have closed their door forever. In fact, the human resource planning in Nepalese organization is in pessimistic condition.